Truxillo for his advice concerning this study and his feedback on an earlier version of the manuscript.
This study contributes to the literature on why selection procedures that are based on the behavioral consistency logic (e.g., structured interviews and assessment centers) are valid predictors of job performance. We rely on interactionist theories to propose that individual differences in assessing situational demands explain true variance in performance… (More)
Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance… (More)
To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also of representing their organization. Although it has been proposed that interviewers' deliberate signaling behaviors are a key… (More)
Purpose The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely (a) that they are measures of interviewees' behavioral intentions or (b) that they are measures of interviewees' ability to correctly decipher situational demands. Design/Methodology/Approach We tested these explanations… (More)
A typical time management phenomenon is the rush before a deadline. Behavioral decision making research can be used to predict how behavior changes before a deadline. People are likely not to work on a project with a deadline in the far future because they generally discount future outcomes. Only when the deadline is close are people likely to work. On the… (More)
Purpose – The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely a) that they are measures of interviewees' behavioral intentions or b) that they are measures of interviewees' ability to correctly decipher situational demands. Design/Methodology/Approach – We tested these explanations… (More)
On a daily level, knowledge is shared when one employee asks another for help. The positive e®ects of helping have been studied, but less is known about how helping can be made more e±cient in terms of lowering the costs for the helpers. We investigated how two methods to channel knowledge sharing (bundled help requests and quiet time) a®ect helping… (More)